Enhancing Digital Talent

CPF develops employees’ advanced digital skills through blended learning approaches and hands-on experience. In parallel, the Company enhances its human resource management processes by leveraging digital technologies and artificial intelligence (AI) to improve speed and accuracy while reducing manual operations.

Advanced Digital Skills Development

advanced-level courses

in AI, Data, and Digital competencies available to employees at all levels.

More than projects

providing opportunities for employees to apply advanced digital skills in practice.

% of employees

have completed training in AI, Data, and Digital skill areas.

Driving Process Automation

CPF enhances employee experience by continuously leveraging technology to improve work processes. Since 2021, the Company has implemented the “HR-eXp” platform, which consolidates human resource management services into a single system, enabling employees to access services anytime and anywhere via both computers and mobile devices. The platform is continuously enhanced and developed to effectively meet the evolving needs of the organization and its employees.

A single, integrated data hub designed to enhance the capabilities of all employees across every generation.

Performance Management

Goal setting, mid-year reviews, and annual performance evaluations.

Career Development

Individual development planning supported by expert coaching and advisory services.

ImRu Learning Platform

Anytime, anywhere access to learning resources, with more than 306,000 knowledge assets available.

Employee Well-being

Integrated access to welfare and healthcare systems.

One-Stop HR Services

Access to employee contact information, leave requests and approvals, internal job applications, requests for employment certificates, and other related services.

Initiatives and Highlights

AI Matching for Talent Acquisition

Enhance HR management by applying Generative AI in recruitment and candidate selection to improve the ability to identify high-potential talent and increase the speed and precision of the selection process.

Worklife Time: Transforming Time Management for Daily Workers

The Company is committed to promoting employee well-being, including the careful management of working hours and overtime. The Company strictly implements its Human Resources Management to limit overtime and to ensure that it is undertaken only when necessary.

Co-Creation Program

The Company is proactive in developing talent acquisition channels through collaboration with educational institutions by co-designing curricula that provide students with hands-on, real-world work experience within the Company. The program emphasizes both professional (hard) skills and soft skills, such as teamwork, problem-solving, and analytical thinking, to prepare students for successful entry into the labor market.

Generative AI HR Chatbot: EZY

EZY provides employees with access to information 24 hours a day across multiple dimensions.

Fair and Transparent Compensation

The Company is committed to managing compensation fairly and transparently, with pay decisions linked to the performance evaluation system. Performance standards align with business ethics and the code of conduct, as well as the Company’s core values and vision. Performance reviews assess business results and behaviors and are used to guide salary adjustments and promotion decisions, helping ensure the process is fair, transparent, and trusted by employees. Performance is assessed through multiple dimensions, including:

Clear Goal Setting Aligned with Roles and Responsibilities (Management by Objectives: MBO)

Goals are cascaded from the corporate and business unit levels to the individual level. Performance evaluations are conducted twice a year—mid-year and year-end.

Multi-Dimensional Evaluation (360-Degree Feedback)

Leadership capabilities and behaviors are assessed based on feedback from colleagues and stakeholders on a monthly basis for high-potential employees, with expansion to the executive level.

Team-Based Performance Appraisal

Performance is evaluated with an emphasis on collective team success on a quarterly basis, using shared key performance indicators (Shared KPIs) that reflect business objectives. In addition, participation in special projects are incorporated into the assessment process, evaluating how employees contribute to shared team objectives, collaborate across functions, and support collective business outcomes.

Agile Conversations

Managers and supervisors engage in continuous communication with employees throughout the year, focusing on coaching and constructive feedback through real-time discussions. Progress on projects and goals is continuously monitored via digital dashboards on the AXONS-I Project application. The information is used to enhance performance and support employees’ ongoing career development under the Continuous Performance Management (CPM) approach.

The Company adopts a fair and competitive compensation management approach through a total rewards framework comprising fixed compensation, performance-based compensation, and long-term incentives (LTI). This approach is designed to attract, retain, and motivate talent while aligning employee performance with the Company's long-term business objectives and sustainable growth.

The Company is also committed to promoting gender pay equity and has established this as one of its sustainability goals for 2030. The Company has adopted the 12 Fair Wage Dimensions as a framework for developing compensation and benefits policies and principles, reflecting its commitment to providing fair wages above the statutory minimum and sufficient for living standards in each operating location. Compensation and benefits are regularly reviewed to ensure they remain competitive in the labor market and effectively support employees’ quality of life.

In 2025, the Company’s average compensation ratio between female and male employees at the employee level was 1 to 1.08.¹ In addition, gender-based compensation has been independently verified by external parties to ensure that employees, regardless of gender, receive equal pay for positions at the same level.

CPF has established a responsible and systematic employee layoff management approach in order to minimize adverse impacts on employees and ensure compliance with legal requirements and ethical principles. Prior to the closure of any facility, the Company conducts an assessment of related costs and risks, prepares written documentation to support the process, and provides severance payments to employees in accordance with legal requirements. The Company also coordinates with and notifies relevant external authorities, such as provincial labor offices, prior to proceeding with a facility closure.

In the event of closure, the Company is committed to implementing the process in a fair and non-discriminatory manner. Employees are given the opportunity to apply for vacant positions within the CPF Group, including the possibility to transfer to other locations on a voluntary basis where suitable positions are available. In addition, the Human Resources department provides support through career consultation, assistance in finding new employment, communication of internal job vacancies, and assistance in accessing government benefits, such as unemployment compensation under the social security scheme.

Remark: ¹Covering key operational sites, defined as those contributing more than 70% of total revenue, including operations in Thailand, Laos, Cambodia, Vietnam, Malaysia, the Philippines, India, and Turkiye.